The policy of Grambling State University has always been that all employees and students should be able to enjoy an academic and work environment free from all forms of discrimination, including sexual harassment and retaliation.

Sexual harassment undermines the integrity of the academic environment and employment relationship. No employee or student, either male or female – should be subject to unsolicited, unwelcome sexual overtures or conduct, either verbal or physical.

Sexual harassment does not refer to occasional compliments of a socially acceptable nature. It refers to behavior, which is not welcomed, is unwanted, and is personally offensive. Such behavior may create a hostile and offensive academic and working environment that interferes with work effectiveness and performance.

Such unwelcome conduct; whether committed by an employee, student, or third party, is specifically prohibited by this policy. Violation of the Sexual Harassment Policy includes, but is not limited to, repeated offensive sexual flirtation, advances, or propositions; continued or repeated verbal abuse of a sexual nature; graphic or degrading verbal comments of a sexual nature about an individual or his or her appearance; the display of sexually suggestive objects or pictures; or any offensive or abusive physical conduct. Unwelcome sexual advances, requests for sexual favors, and other physical, verbal or visual conduct based on sex constitute sexual harassment when (1) submission to the conduct is an explicit or implicit term or condition of employment, (2) submission to or rejection of the conduct is used as the basis for an employment decision, or (3) the conduct unreasonably interferes with an individual’s work performance or creates an intimidating, hostile or offensive working environment.

Sexual Harassment is unwelcome, threatening, demeaning, humiliating, ridiculing, or offensive conduct or situation that unreasonably interferes with a person’s ability to perform academically or on the job.

In addition, no one should imply or threaten that a student or employee’s "cooperation" of a sexual nature (or refusal thereof) will have any effect on the individual’s academic pursuits, employment, assignment, compensation, advancement, career development, or any other condition of employment.

If it is determined that a violation of this policy has occurred, appropriate disciplinary action up to and including discharge may be taken.

Please note that the University discourages any type of sexual relationship between supervisors and their subordinates, or between faculty and students.

Members of the university community who make false and malicious complaints of sexual harassment as opposed to complaints which, even if erroneous, are made in good faith, may be subject to disciplinary action.

Retaliation against any complainant making a good faith complaint under this policy or retaliation against witnesses assisting in an investigation of a complaint is expressly prohibited by this policy. Retaliatory words or behavior that punish or threaten to punish a complainant for making a complaint of Sexual Harassment under this policy or witnesses assisting in the investigation of a complaint are strictly prohibited.

Any questions regarding either this policy or a specific factual situation should be addressed to the appropriate supervisor or to the Equal Employment Opportunity/Wage & Salary Officer.


Monica Bradley
EEO/Wage & Salary Officer
PO Drawer 603
Long Jones Hall, Room 113
Grambling, LA 71245
(318) 274-6118